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Scott Blackmer

Responsibilities for Data Security, Genetic Nondiscrimination, and Anti-Bribery Laws

by Scott Blackmer | December 2011 | Articles, Compliance, Data Privacy, Globalization, HR Technology | 0 Comments

Human Resources managers traditionally play an important role in an organization’s compliance programs, from recruiting and training to investigations and disciplinary measures. In three areas, HR is facing new or expanding compliance challenges, which are particularly complex for enterprises that operate across multiple states, provinces and countries.


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Karen Beaman

2011-2012 Going Global Report: HCM Trends in Globalization

by Karen Beaman | December 2011 | Articles, Business Strategy, Globalization, HR Technology, Organizational Design, Outsourcing, Payroll, Research Projects, Shared Services, Talent Management | 0 Comments

Many organizations are seeking new business opportunities and growth beyond their home borders. As businesses expand internationally, their technology infrastructure and their human resource processes must keep pace. How ready are most Human Resources (HR) and HR Information Technology (HRIT) organizations to support a global venture? What are the stages of globalization and some best practices to follow? How can organizations assess how ready they are to go global?


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Keith Rodgers

Global Compliance: Payroll’s Greatest Challenge?

by Keith Rodgers | August 2011 | Articles, GPS - Global Payroll Strategy, Globalization, Payroll | 0 Comments

Managing international payroll presents major challenges for multinationals. Historically, most payroll operations have evolved on a country-by-country basis, focused on meeting local tax and government reporting requirements – and as a result, there’s typically been little standardization across countries, internal reporting is often slow and patchy, and corporate head offices tend to have limited visibility into their country functions. This lack of central control can have significant implications in terms of external and internal compliance, and exposes organizations to numerous risks, from financial penalties to fraud.

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Felipe Carneiro

HRIS and Global Compliance Framework

by Felipe Carneiro | June 2011 | Articles, Compliance, GOE - Global Organization Effectiveness, Globalization, IRC - International Regulatory Compliance | 0 Comments

International regulatory compliance is a phrase that strikes fear in the hearts of many HR professionals.  This fear can be directly attributed to a lack of knowledge with respect to the details around the country-specific compliance requirements and to the associated risk due to the lack of compliance, as well as to the absence of a framework for assessing (auditing) the organization’s adherence to compliance requirements. This article covers some of the most relevant aspects of global HRIS implementation projects, focusing on the major legislative and regulatory compliance issues around the world.  The objective of this article is to provide a framework and examples for an approach to successfully evaluate and manage global compliance.

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Judy Canavan

4 Tips For Effective Market Pricing

by Judy Canavan | June 2011 | Articles, General, Market Landscape | 0 Comments

This article was published in Workspan Magazine in June 2011. The reader will learn how companies can employ the following four approaches to improve the market-pricing process, avoid potential pitfalls and obtain a more accurate outcome:
1-Review all relevant data
2-Adjust middle management jobs to account for scope, typically company size
3-Apply a consistent, logical framework when adjusting market data
4-Establish a schedule for conducting market pricing

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Freddye Silverman

Versatility – The Key to Success in HRIS

by Freddye Silverman | May 2011 | Articles, HR Technology, People Services, STAR - Strategic Talent Acquisition and Retention | 0 Comments

If you’re in the human resources information systems (HRIS) field and scanning the job boards or being recruited, the job description will no doubt contain the phrase ”strong HRIS skills.” Sounds reasonable…but what exactly does that mean? Right now, if there are 50 HRIS positions posted on the myriad job boards out there, I can guarantee that each one of those companies will define the required skills differently based on the way they are structured, how advanced they are in HR technology, their company culture, how much they’ve embraced outsourcing and an endless list of other variables.

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Karen Beaman

Vision-To-Value: Building A Global HCM Strategy

by Karen Beaman | March 2011 | Articles, Business Strategy, Globalization, Leadership, Services, V2V - Vision to Value | 0 Comments

As the turbulent economic times of the last few years begin to abate, there is no more important activity for human resources than to update and align the global HR strategy with the overall business strategy in order to align the business for growth.


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Karen Beaman

2010-2011 Going Global Survey Report

by Karen Beaman | December 2010 | Articles, Blog, Globalization, HR Technology, Trends | 0 Comments

To better understand the issues around “going global” with HR, Jeitosa Group International, in conjunction with the association for International Human Resources Information Management (IHRIM), conducted its third annual Going Global Survey. The goal of this survey is to better understand the strategies and tactics used by global organizations and to assess the evolution and growth of global HR and HR technology organizations.  This report presents the findings from the 2010-2011 Going Global Survey.

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Mike Kent

U.S. Healthcare Reform – Key Features, Implications and Guidance for HR Professionals

by Mike Kent | November 2010 | Articles, Compliance, General | 0 Comments

It is also some of the longest, most complex and most far-reaching legislation in recent years.  In fact the reform is implemented via two inter-related pieces of legislation, The Patient Protection and Affordable Care Act and the Health Care and Education Reconciliation Act.  Together they constitute over 2,800 pages as published by Congress. . If you want to really understand the details, you can purchase the CCH’s two volume explanation and analysis which runs to another 2,112 pages!. Or you can read this article to get started!


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Karen Beaman

Leading Practices in Global HR: Determining Your Own Best Path Forward

by Karen Beaman | December 2009 | Articles, Business Strategy, GOE - Global Organization Effectiveness, Globalization, HR Technology, Organizational Design, V2V - Vision to Value | 0 Comments

This article presents a number of leading practices collected from numerous sources and personnal experiences over many years, which organizations should consider to help them improve their global HR function. The goal of the article being to provide a broad list of leading practices that the HR organization can evaluate and choose from on a case by case basis, based on their need and relevance.


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